An Employer's Guide to the King's Coronation
As the King's coronation approaches on May 6, 2023, followed by an extra bank holiday on May 8, 2023, various HR concerns may arise. In this guide, we outline the key issues and how to address them.
Coronation Day:
Business operations on coronation day:
There is no requirement for businesses to close on the coronation day. If you choose to close, it will be at your discretion, and you may need to adjust your teams arrangements accordingly.
Employee pay on coronation day:
The contract of employment determines whether employees are paid extra for working on coronation day. For employees working on Saturday, who don't usually do so, check the contract to determine if additional pay is warranted.
Annual leave on coronation day:
There is no obligation to give staff the day off, as it is not a bank holiday. Follow your standard procedures for granting or declining annual leave requests.
Managing annual leave requests:
Employers can restrict annual leave on specific days by providing the required notice. More notice is generally better, so employees know their requests will be declined.
Handling annual leave cancellation requests:
If employees want to cancel pre-booked leave due to changed plans, you are not obliged to agree. However, it's advisable to accommodate these requests when possible, unless doing so causes business disruptions.
Coronation celebrations at work:
Watching the coronation at work:
Depending on operational needs, consider offering flexibility for employees to watch the ceremony. This could include organising a viewing area or adjusting break times.
Hosting a coronation party:
You can choose to hold a coronation party, either during or outside of work hours. Make sure to accommodate diverse dietary requirements and remind employees of appropriate behavior during the event.
Coronation weekend:
Extended alcohol licensing hours may prompt hospitality businesses to stay open longer. Check employee contracts for flexibility regarding working hours. If additional coverage is needed, consider offering incentives or hiring temporary staff.
Bank holiday on May 8:
Treat the extra bank holiday the same as other bank holidays, but refer to individual contracts to determine entitlements. If your business remains open, employees can request the day off following your usual annual leave procedure.
Managing multiple bank holiday leave requests:
Balance the need for operational efficiency with employee requests for time off. It may be necessary to decline some requests, but consider extending annual leave caps if possible.
Dealing with school closures on the bank holiday:
Explore options to accommodate employees with childcare needs, such as working from home or seeking coverage from other departments. Offering incentives may encourage employees to adjust their plans to cover for those in need.
